Advice on reinforcing hierarchy

[WorkIssueName]

I have a direct report who, from Day 1, has clearly been resentful of being junior to me. I can't be certain why but my best guess is, because she's very ambitious, she is resentful that someone the same age as her is two job titles above. She did NOT apply for my job and started around the same time as me, so there's no clear reason for her to feel entitled to be 'equal' to me in the hierarchy.

I thought I had figured out a way to manage her. For the last few months I've had no hint of attitude or resentment when giving her tasks. Yesterday I found out that's because she's been working on other senior managers in the department and trying to maneuver herself into a more sideways position to me, even trying to get herself a new line manager. I have spoken to those senior managers and put a stop to it.

I'm now thinking of ways to reinforce the team hierarchy - making it clear I'm in charge of the team - without outright sitting her down 1:1 and laying down the law. With her personality, that will not go well and has to be my last resort.

Any advice on how this could be done?

I'm now thinking of ways to reinforce the team hierarchy - making it clear I'm in charge of the team - without outright sitting her down 1:1 and laying down the law. With her personality, that will not go well and has to be my last resort.

The only way to resolve issues like this is to have a conversation. The fact that you want to do it any other way is a worry.

No need to 'lay down the law'. Simply make clear that she is not to go to other managers with line management issues. Record the conversation.

The fact you think she won't like it is irrelevant. You need to stop worrying about how you imagine she feels. If she is rude to you, give her a formal warning.

This. Do let us know how it goes OP.

@WorkIssueName it amazes me when I read an op and then responses make me go back and read it again.

I get it, she has been employed to do a job and doesn’t like that you, by virtue of your role, approve her leave, direct work etc.

The bottom line is she sees the relationship as parent child rather than adult adult. So you are getting the child resenting asking the parent for leave, which is exacerbated by you being the same age, rather than an adult asking another adult for leave because as manager they have oversight of resourcing levels.

There is also the iceberg of how much of your job is visible compared to the invisible elements of accountability, responsibility and decision making.

I think you are going to have to bite the bullet, but also take on board some suggestions from pp. In 1:2:1s use her objectives but also the expected corporate behaviours, someone can do the job but their behaviours are not those expected. Try to do it from a you clearly want promotion I’m going to help you approach - to be promoted to x you need to do a,b,c, I am going to delegate (task) as this will ……, however one of the things you need to do more of is showing you understand the policies and processes, for example you seem to struggle to follow the process for applying for leave which means you would struggle even more when managing staff to manage their leave - expand on the what a manager has to consider when approving leave so she gets it’s not a tick box pointless process.

I'm confused you say she is trying to manoeuvre herself into a role equal to yours but it comes across like you don't want her to progress, at a guess because then you won't be the only young person doing the role and that would take the spotlight off you.

She is speaking to the others to get herself known, it's called networking. You don't have to lay down the law or reinforce the hierarchy. You have a conversation with her saying you approve her holiday etc. not the others but also encourage her to have goals like a good manager would.

Rather than focusing on the emphasis of hierarchy, can you not work with her to achieve her ambition to progress? It sounds to me as though she's bored and frustrated in her current role. If you can shift her focus to constructive development activities, it might do much to stop her seeing you as competition she has to beat.

If you are a good leader, you don't need to spend your time worrying about ''hierarchy'' and trying to remind people you are their manager...

You are coming across as insecure and threatened by her.

If she is doing her job, getting on well with everyone else and is perfectly pleasant in her interaction with you, I would take a good look at your own behaviour...